Using the company from the previous assignments and in 2 pages paper classify the four levels of management and identify the responsibility of each level of manager to decide and implement the vision, mission and strategies to achieve the business goals. The four levels of management are the following:
Corporate level
Business level
Functional level
Operational level
Include a cover page and a reference page and use at least two sources other than the textbook to complete the assignment.
ORGANIZATIONAL CULTURE OF UNILEVER 2 ORGANIZATIONAL CULTURE OF UNILEVER2 ORGANIZATIONAL CULTURE OF UNILEVER Introduction Unilever is one of the most successful companies that bet on goods consumption services. The organizational culture of the company is related to leadership and human resource management. The organization has certain policies and activities that are implemented over time. Therefore, the organizational culture will reflect on the overall factors related to the company. As the company is a global establishment, it is evident that changes in one certain area will lead to other areas that can be helpful for the overall development of the company. The company has so far gained success because of the effectiveness in the organizational culture and leadership benefits. Organizational Culture of Unilever The organisational culture of Unilever has a certain performance that emphasizes the overall employee output of the company. The organisational culture focuses on the importance and measurement of certain criteria that need to be determined in order to acquire certain output and adequacy. It resembles that the company focuses on the overall output and productivity of the company that can focus on bringing about the development of the company. The focus of the organisational culture includes performance equality and efficiency of the employees. Performances of every individual are observed in this organisation and equal output is maintained for establishing overall equality in the company. Efficiency is maintained using technology and tools that elevate the quality of work (Kirill, 2021). The organisational structure of Unilever mainly focuses on the performance and quality of their work and the corporate culture observes the long history that the company has been following since the beginning. From a small business organisation Unilever has grown into the Global powerhouse by focusing on the performance of the individual employees and the quality of work. The success has been significantly based on the organisational culture that they have constantly maintained throughout the ages level within the tough competition of other companies in the industry. As they have constantly emphasized quality over quantity it has reflected on the effectiveness of their mission on the firm. Along with their Human Resource Management, technological innovations and efficiency have created a better efficiency for the company for motivating the internal business process. Leadership in Organizational Culture It is believed that a successful leadership role can support organisational culture and elevate the performance and quality of the company to a higher level. In Unilever, the best leadership policies include proper observation of the employees and the leaders influence the employees to perform better. It is the objective of the company to use market-based and result-based approaches to manage the business in a better manner and they have understood that this can drive the performance to a higher level so that the performance can be observed properly based on the situation of the market and proper outcomes. Based on the management policies Their employees have shown better performance outcomes that can generate productivity. The result-based approaches can generate a better focus on the achievements of the employees and the desired outcomes that have been set for the company. The tactics that are used for human resource productivity and the overall performance of the organisation have helped in developing consumer-based goods business. The leadership and managerial programs in Unilever helped in maintaining the organisational cultures of the company for a very long time and that is why the company has been progressing and maintaining the integrity of Corporate culture implementation. The leadership management policies have helped in creating a better implementation of their organisational culture and it has helped in assessing with mergers and acquisitions of the company with other companies that have resulted effectively. The strength of the Human Resource Department helps in assisting with the marches and has created a successful organisational culture that influences other companies around the world to support Unilever (Gathua, 2019). This way the company has created better popularity. For example, the application of the result-based management programs helped in creating more merge or organisation which has supported the integrity of the company’s leadership. It has been equivalent to the cultural performances that the company has showcased over time. HRM and Leadership in A Culture The amalgamation of culture leadership and human resource practices has been quite influential for Unilever as it has helped in organising the organisational culture of the company. It has been understood that the organisational culture and its effects have been highly responded to the practices of the company and it has reinforced several high-quality outcomes on behalf of the company (Chebiego & Kariuki, 2018). The reinforcement of Corporate culture that influences the standard quality and overall performance of the company has been monitored regularly through evaluation and monitoring process in order to support the commitment of the company. These organisational cultures have helped the company to become one of the best goods services companies around the world and the contribution of the age of practices and leadership has been phenomenal. The organisational culture and performance of the company have been equally identified in the integrated HR management programs. It has also been understood that with the cultural reinforcement, the quality and performance of the company have been maintained throughout for understanding the nature of the organisation and its cultural activities (Gachugi, 2017). It has been very productive what implementation of the organisational culture and its several attributes in the leadership practices of the organisation. Conclusion Unilever has always projected performance as their Orton official cultural aspect and it has been very understandable on behalf of the company to focus more on certain components that can be improved over time. Unilever has mainly focused on improving the financial performance and product qualities in order to have their stand in the industry. The collaboration of December has happened to make with another organisation have a reacted positively for different am aspects and it has reflected positive and um organisational level and established good business on behalf of the customers. The organisation goes to and equality performance has established better than consumer support for the company. The organisational culture has morning programs to be treated and the tire diversity levels of the global business can take a better advantage for the company to implement more information and technological use the support the company. References Chebiego, C., & Kariuki, P. (2018). Strategic firm level factors and performance of manufacturing firms in Kenya: A case of Unilever Kenya Ltd. International Academic Journal of Human Resource and Business Administration, 3(3), 243-262. Gachugi, H. W. (2017). Impact of Organizational Effectiveness Variables on Digital Media Integration in New Product Dispatches Ventures: A Case of Unilever, Kenya (Doctoral dissertation, United States International University-Africa). Gathua, N. B. (2019). Factors Influencing Organizational Culture on Retention of the Millennial Employees: Case of Manufacturing Industries-Unilever Kenya (Doctoral dissertation, United States International University-Africa). Kirill, K. V. (2021). Western Divestments from Russia: Cultural Specifics of Firms that Stay. Management Academic Writing Student Name Course Code Date SWOT Analysis of Unilever Strengths 1. Strong brand portfolio and brand image 2. Wide retail network 3. Sustainability leader 4. Well skilled professionals Weakness 1. Heavy use of plastic materials 2. Lack of effective IT systems 3. Imitable products 4. High operation cost Opportunities 1. New markets 2. Diversification other segments 3. Product and service innovation (Simbolon et al 2021,p.197) Threats 1. Competition from the national and international players 2. Government policies and regulations From the above table the company can understand that internal threats and weakness and it also helps the company for identifying the external challenges affecting the day to day operations of the company. From the table it is clear that the company is facing competition from the national and international players (Malibroda et al 2020, p.32). So for managing the competition the company has to develop innovative strategies and plans. From this analysis we can also understand that the company is facing problem related with the effective IT systems. Company has to introduce effective IT tools and methods for ensuring the smooth functioning of the organization. While analyzing the main competitor of the company P&G we can understand that they invested huge fund for the IT systems and it helped the company for making changes in current practices and policies. The above analysis helps the company for implementing new changes and practices. It also helps the company for understanding the performance level of the organization. References Simbolon, H. B., & Hasibuan, D. (2021). PROFITABILTY MANAGEMENT ANALYSIS IN BUSINESS STRATEGY AT PT UNILEVER INDONESIA TBK. Journal of Information System, Applied, Management, Accounting and Research, 5(1), 197-203. Chernobay, L., Yasinska, T., & Malibroda, S. (2020). APPLIED ASPECT OF CORPORATE SOCIAL RESPONSIBILITY IMPACT ON COMPANY COMPETITIVENESS (UNILEVER EXAMPLE). Entrepreneurship, 8(1), 32-44.